How to Get the Most Out of Your Recruiter

We’re recruiters and we love it! For all its many ups and downs, it’s a career that helps candidates find work and our clients find great employees. Our hearts just go zing! when we help someone find a new position. After all, without work, we can’t support our families, we can’t realize our dreams, we can’t help our children become all they can be.

Los Angeles recruiters

So we fully understand that “a job” really is more than that: work can give us meaning and provide us the opportunity to work at something greater than ourselves. It also can provide community as well as income.

So in a very important way, jobs are our lives in the sense that without work, we can’t truly live. And that’s why we think working as a recruiter is one of the greatest careers out there because our work has a massive impact on individual lives.

(In fact, the American Staffing Association [the trade association of the staffing industry; Helpmates is a member], has a whole section on the benefits of recruiting/staffing as a career: Staffing as a Career – A Whole Opportunity Awaits. If you’ve ever wanted to sit on our side of the desk, we hope you check it out.)

Not All Bright Lights and Glamor

Still, working as a recruiter in the staffing industry is intense. Our days are extremely busy day. As in incredibly, astonishingly, exceedingly, unbelievably, absurdly busy.  On any given day we could:

  • Need to find 20 people to head to work at a distribution center. Tomorrow. Oh, and the client called us about it at 4 p.m.
  • Need to fill 10 administrative assignments this week. We only have eight great admin professionals available, so we need to interview several more so that we can fill our clients’ needs.
  • Three temporary associates called in sick at the last minute, and we need to replace them ASAP.
  • We have two great accounting professionals coming in for an interview with us before we send them out on a terrific permanent job interview.

And that’s all while fielding lots of phone calls and dozens upon dozens of e-mails from our clients and candidates.

What to Look for in a Recruiter/Staffing Service

Looking for work is stressful enough; don’t make it harder by working with a service that makes your job search more nerve-wracking than it need be.

When looking at different staffing firms, look for:

  • A firm in which most of its recruiters are Certified Staffing Professionals (CSPs). CSPs are certified by the ASA and the designation shows that the recruiter has the expertise and commitment to adhere to the highest standards of professionalism. The exam is comprehensive and takes considerable study before a recruiter can pass. It’s a true mark of distinction and all of our recruiters here at Helpmates are required to take the exam and pass it!
  • A commitment to treating all candidates with the utmost respect and understanding. This actually can be rated. Inavero’s Best of Staffing surveys asks both staffing service clients and candidates to rate their staffing service and then Inavero tallies results and provides its Best of Staffing award in the two categories. Only two percent of staffing firms in the U.S. and Canada win these awards and Helpmates has been placed on the “Best of Staffing” list for eight straight years. Winning the candidate (called “talent” by Inavero) satisfaction award is a sign that our candidates feel we treat them with the respect and consideration they are due.
  • Look for a service with recruiters who have stayed with the company for at least three years. The staffing and human resources industries are well known for their internal employee turnover rates. So when you find a service with recruiters with several years’ tenure, you’ve found a firm that treats its internal employees right – a very good sign for you! Here at Helpmates, our average recruiter tenure is 5.1 years and our turnover is less than half of the staffing industry’s rate.

How to Get the Best Out of Us

If you’re looking for work and contact one of our offices, we want to make sure you have the best experience possible, so we want you to know this:

We truly want to help you find work. Really. Honest. Truth!

But we do have constraints and the biggest one is this: our primary job isn’t to find people work; it’s to find our clients the best workers.

Remember, our work on your behalf costs you nothing. If our main purpose was to find you work, we’d have to charge you for it. We need to make a profit: Helpmates is a business, after all.

So our clients pay for our work and therefore our top priority is to find them the best candidate for a position. Yet right up there with that priority (as in, thisclose) is finding you work.

However, unless you have the skills and background our clients need, we won’t be able to place you. You could be the nicest, the hardest working, the most devoted person in the world, but if you don’t have the skills or experience our clients need, we may not be able to find a position for you.

However, that doesn’t mean we can’t help you.

What does that mean? If you have flexibility and are willing to take positions for which you may be overqualified; if you understand our client-stipulated constraints; if you understand that even temporary assignments are real work, should be treated as such (yes, put your time with us on your resume) and can lead to more permanent work; if you’re open to learning new skills (such as Microsoft Word, Excel, PowerPoint, etc.) on your own time, without pay (we provide the software so that you may do this at home); we will work very hard to help you.

After all, if you do the above, you’re showing initiative and you’re showing a great work ethic. In other words, to paraphrase Tom Cruise in Jerry Maguire, you’re helping us help you and so don’t be surprised if we go out of our way to help you as much as we can!

In the meantime, take a look at our current temporary, temp-to-hire and direct-hire opportunities at some of Orange and Los Angeles counties’ best employers. If one appeals to you, follow the instructions on the listing or contact us! We look forward to helping you find a great position.

Using Snapchat in Your Recruiting Efforts: Why and How

Have you heard the buzz about Snapchat and recruiting? With 158 million people using Snapchat every day, it’s no wonder the social platform has enticed recruiters.

In a nutshell, Snapchat allows users to record videos, take photos, add then text and graphics to a message and then send it to a specific list of recipients.

Los Angeles staffing

The feature that has made Snapchat so popular with Millennials and Generation Z is because each of those messages (known as Snaps) have a set time limit, from about 1 to 10 seconds, depending on the length the Snap’s creator chooses. If a recipient opens a Snap in the Snapchat app on a smartphone, the message disappears after the allotted time, whether the recipient looks at it or not. The platform therefore has a huge “Look at me NOW or miss out!” vibe. (A recipient can open a Snap and save it for later, but the recipient needs to save it quickly.)

While you may think that you don’t want to recruit teens (Generation Z), understand that as the social channel grows, user age also is growing: about 50 percent of Snapchat users are older than 25 and the number of 35-year-olds and older is growing, as well. (More Android users have downloaded the Snapchat than the Twitter app!)

Using the Power of a Disappearing Image/Video to Your Recruiting Advantage

So how can you incorporate Snapchat into your recruiting strategies? Take a look below.

  1. If not already using the app, download it and create an account.

Take a profile picture and add some friends. (Make sure you’re careful about the username you choose, as you won’t be able to change it. Since you may use Snapchat for professional purposes, choose as professional username as possible.)

You also can use a public/professional/company profile as you get used to the app. But until then, play around with your personal account to get used to its quirks and capabilities. Have fun!

Learn the lingo: a Snap is a message that’s deleted. A Story is an image or even video that’s accessible to recipients for up to 24 hours.

  1. Once you start using the app for recruiting, get creative!

Online marketing company HubSpot has a nice blog post on how to use Snapchat for business, including tips on using it for recruiting (scroll down to the last one, about HubSpot’s own used of the app for recruiting).

  1. Post live videos on Snapchat.

Are you holding a big conference, seminar or recruiting event? If so, send a photo, video, or clips of speakers, etc. to your followers. Get them involved!

  1. Use Snapchat’s Stories feature to post job opportunities.

Tape the hiring manager talking a bit about the opportunity – make sure he talks about why it’s a great opportunity for someone – and ask people to send in their resumes.

  1. Video team members talking about their day-to-day lives at work.

Use Stories and send the short videos to your followers. Doing so gives potential candidates a peek into your culture. Provide Snaps and Stories about team member birthdays, promotions, team meetings and outings. You get the idea.

In other words, stay professional, but show your potential candidates the exciting and fun things that take place day-to-day at your firm.

Speaking of fun, it may sound corny, but we do love to match great candidates with terrific employers in Orange and Los Angeles counties. When you have a direct-hire, temp-to-hire or temporary opportunity at your company, call upon Helpmates to find you the talent you need. Contact one of our Southern California offices today.

5 Things to Do In Your First Days on the Job

You’ve just started your new job. You want to impress your new manager and get along well with your new coworkers.

LA jobs

To help you do so, we present you with five things you should aim to do on your first few days and weeks at your new employer.

Take a look below.

  1. Get there early and stay late.

First impressions matter and if you’re late for your first day – or first few days – you’re sending the message that the job is one you’ll get to when you get to. Instead, make sure you arrive on time. Arriving even a little early is better.

As for clocking out, aim to stay at least until quitting time. Staying 10-20 minutes after also is a good thing to do.

  1. Set up some one-on-one meetings with co-workers and others in your company.

We’re not talking lunch here, at least not yet. What we mean is that we believe you should make a point of meeting with new colleagues and supervisors (even people in other departments with whom you will be in contact) so that you can get to know them better. This includes finding out about what they do at the company, how long they’ve worked there, why they chose the company, and to ask questions about the ins and outs of your new employer’s culture. You also will get to know your new colleagues on a more personal level, helping you create a strong relationship from the beginning.

  1. Ask questions. A lot of questions.

You’re the new guy or gal, so don’t be afraid to ask questions. Remember: you may not know what you don’t know. So ask your supervisor to be very clear on his or her expectations. Ask specifically what your duties and goals are. Ask colleagues for help and advice. You’ll come across as a team player and approachable if you do.

  1. Talk less and listen more.

This applies even if you’re a new manager and, if you’re not, make sure you’re contributing knowledge and insights and volunteering for projects, but definitely don’t hog conversations. Instead sit back and observe. When you do speak, make most of the words coming out of your mouth questions, not statements.

  1. Remember to always talk nicely about your former employer.

Yes, perhaps your ex-manager truly was the boss from hell, or a co-worker really did try to sabotage your good work. But you’re unproven. You’re not truly accepted yet and trashing former bosses and colleagues just makes you look…immature and a gossip (which makes you untrustworthy).

If you believe it’s time to move on from one employer to the next, take a look at our current – and ever changing – job opportunities in Southern California. If you see one or more that’s interesting, apply! And if you don’t, contact the Helpmates office nearest you about registering with us so that we can contact you quickly when a position better suited to you appears.

The Art of Writing Online Job Descriptions

It’s a candidates’ job market: the job seeker pool is shrinking and it’s becoming ever harder to fill positions, especially those that require even a modicum of skill.

Orange county staffing

In fact, the ratio of open jobs to the number of unemployed people in the U.S. is 1 to 1.4, which is big difference from the ratio at the height of the Great Recession in July 2009, when it was 1 to 6.6. In other words, today, there is just one unemployed for every 1.5 job openings. Gone are the days of posting a position and receiving applications from many qualified applicants: candidates call the shots today.

And so your online job description for your open position is in deep, deep, DEEP competition with others.

Here’s how to fix that. Take a look below.

  1. Showcase what’s in it for them.

Make sure you show how working for you benefits a candidate. Do you have incredible perks such as three weeks of paid vacation from the get-go, tuition reimbursement, cell phones provided, free lunches, and so on? Do you offer telecommuting options, bonus and incentive programs, free gym memberships, incredible opportunities for advancement? You get the idea.

Of course they need to work hard and help you solve your problems/challenges and reach your goals, but when it’s a candidates’ market, the onus shifts to you a bit more to “sell” your company to potential applicants.

  1. Don’t forget keywords.

And make sure you place them in the posting’s title. You also will want to stay clear of fun and “cute” titles (“Seeking Medical Office Ninja”). Instead, make sure your titles are straightforward and that you’ve made sure include optimal keywords.

  1. Stay away from boring.

Yes, we just mentioned staying away from the cute and quirky, but you need to make sure your posting shows that humans work in your office. Nice humans. Humans who can be fun to be around.

In other words, the body of your posting should be warm and relaxed, rather than staid and impersonal.

Remember to make the opportunity inviting (it is a sales pitch) instead of just listing job tasks and candidate requirements. You want to make the reader want to learn more.

  1. Make the posting mobile friendly.

Most people – and this includes job seekers – surf the Web on smartphones or tablets. In fact, Jobvite in 2016 reported that fully half of all job seekers have looked for a new position while in bed!

So keep the length short-ish. Skip the big blocks of text (bullet points and subheads are your best friends).

  1. Consider video.

Having a link to a short employer branding video (no longer than 60-90 seconds) can help present your company’s culture, mission and branding. A video lets a potential applicant see what your offices look like, see how colleagues interact, the dress code, and so on. You want to showcase your company’s “vibe,” showing how it’s an attractive place to spend 40-plus hours a week.

If possible, have one or more videos ready depending on the level of the open position. New grads, for example, will want to see young people, mentoring examples, socialization during and after work, etc.

Let Helpmates Staffing help you find Southern California’s best employees. All of our recruiters are CSP-certified or working toward certification (it’s a requirement to work here). We can source, vet and place skilled healthcare, finance, office, HR, warehouse/distribution professionals for you. Contact an office nearest you to learn more.

© Year Helpmates Staffing Services. All Rights Reserved.
Privacy Statement | Site Map | Site Credits.